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Confidential Searches
Recruiting Under the Radar
What is a confidential search? And when are they necessary?
Confidential searches are needed when there's a job opening that cannot be advertised or publicized in any way by your company, because you don’t want competitors, employees, or the public to know you are hiring. In a world of splashy employer branding, internal talent marketplaces, and increased transparency, it’s drastically different. But there are modern business cases where complete confidentiality is required. Here are a few common scenarios:
Performance Improvement
If you need to replace an under-performing employee, especially someone in a senior leadership role, a confidential search lets you recruit for a specific position discreetly when there isn’t an internal successor. It’s a way to maintain “business as usual” operations, without a gap in leadership.
Strategic Planning & Corporate Restructuring
When you're executing a strategy change which hasn’t been announced to employees or the public, confidential recruiting allows you to minimize disruption and stay focused. Perhaps your company is expanding into a new regional market, and as a result, there are freshly scoped leadership roles to fill. These types of strategy pivots often ignite speculation and gossip during early phases. Although it’s a natural reaction to change, speculation can negatively impact employee morale and retention, and create an unintended stir in your industry. Confidential searches help you find the right talent, and execute on time and according to plan, under the radar.
Mergers and Acquisitions
Mergers and acquisitions are big changes to steer. To maintain confidentiality and minimize impact on the existing workforce, confidential recruiting happens during all phases of the process. Early on, when confidential discussions are just underway, and when preparing for an IPO, executive teams and boards often hire experts who are experienced in Regulatory Compliance and M&A. And as companies move deeper into a merger, related talent needs (and the need for sensitivity) are likely to increase.
Confidential talent searches are effective whenever you need to be sensitive about an opening.
They let you recruit discreetly without disruption from
employees, competitors, or the public.
What are the challenges? And how does a recruiting firm help?
Confidential searches take longer because the recruiting process is different. Here’s why it’s so challenging:
Challenge #1: You can’t rely on brand recognition to attract top talent.
Major career sites like Indeed and LinkedIn are equipped to support a confidential search, with a “company confidential” option for job listings. Confidential listings won’t display on your company page, so they can’t be browsed by employees and competitors. Instead, they are viewed across the display network on the platform, similar to a sponsored ad. But the major drawback is the loss of brand recognition. There isn't a job ad with your logo on it; and you’re missing the branded 'call-to-action' that ordinarily grabs people’s attention and convinces them to apply. Discerning job-seekers prefer transparency. They’re less likely to apply when they aren’t able to research the company’s culture, financials, and beyond. You’re definitely going to see less applicants when you rely on confidential listings alone, which means you’re missing out on talent.
Luckily, there are solutions. Experienced search firms (such as our team) nurture a deep network of professional relationships. We have the ability to identify and qualify passive candidates who aren’t active on career sites, especially at the senior level. Search firms handle pre-screening with discretion, and present qualified candidates who you won’t find online.
Challenge #2: You aren't enlisting help from internal recruiters.
At mid and large-sized organizations, internal recruiting teams are typically process-driven, highly specialized, and collaborative. But during a confidential search, the internal team (and standard recruiting procedures) are often bypassed, which means an executive or senior leader steps in to handle all aspects of hiring, from sourcing to interview screening, single-handedly. It’s time-consuming, especially when you’re seeking highly specific skills and qualifications. It’s a scenario where expertise and internal collaboration are required —but prohibited—due to the confidential nature of the opening.
Experienced search firms are collaborative, and they will partner with you to make optimal hiring decisions during a confidential search. When you’re unable to rely on your team in the office, a search firm will handle administrative and specialized recruiting functions. They can manage confidential ad placements, sourcing, pre-qualification, pre-screening, and pre-assessments. They'll present candidates who are ready to progress to interviews, and they will coordinate virtual and offsite interviews discreetly. Search firms offer collaborative support and expert guidance throughout the entire hiring process, including compensation and salary negotiations. You will save time; you’ll improve the candidate’s experience, and you’ll fill confidential roles more quickly and with confidence.
Partner with Nielsen Associates for all of your strategic confidential searches.
Our recruiters coordinate all phases of the screening process with sensitivity and professionalism - whether you're replacing an underperforming leader, reorganizing, or re-strategizing.
Build a relationship with us! We are committed to understanding your unique business needs, strategic goals, and becoming your go-to partner during hiring. Request a complimentary consultation to get started.
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